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2 months ago | 
jdsupra.com | Krystal Campos |Michael C. Griffaton
New York employers have been preparing their workplace violence prevention policies and training programs in anticipation of the New York Retail Worker Safety Act’s (the Act) March 4, 2025, effective date. However, just 18 days before most provisions are set to take effect, Governor Hochul signed an amendment to the Act into law. Most notably, the amendment extends the Act’s effective date to June 2, 2025.
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Jan 23, 2025 | 
jdsupra.com | Michael C. Griffaton
On January 21, 2025, President Trump revoked Executive Order 11246, which has been in place since 1965. EO 11246 prohibited federal contractors from discriminating on the basis of race, color, religion, sex, sexual orientation, gender identity, or national origin and required federal contractors to take affirmative action to ensure equal opportunity in all aspects of employment.
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Nov 25, 2024 | 
jdsupra.com | Michael C. Griffaton |Matt Schmitz
The New Jersey legislature recently built on its 2019 efforts to increase pay-related protections for job applicants and current employees. Most employers will now be required to disclose pay ranges in their job postings and follow certain promotion-related requirements. The law was signed by the Governor on November 18, 2024 and will take effect on June 1, 2025. Who must comply with the pay transparency and promotion requirements?
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Nov 15, 2024 | 
jdsupra.com | Michael C. Griffaton |Adam J. Rocco
On November 15, 2024, the U.S. District Court for the Eastern District of Texas vacated the Department of Labor’s (DOL) final rule raising the salary thresholds for being exempt from overtime under the Fair Labor Standards Act (new salary thresholds). The ruling applies nationwide and means that employers do not currently need to increase employee salaries in January 2025 to maintain their exempt status. It also vacates the July 1, 2024 increase.
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Oct 7, 2024 | 
lexology.com | Michael C. Griffaton
The Massachusetts legislature recently took its first significant step to expand pay-related protections for job applicants since the state’s 2016 Pay Equity Law. Beginning July 31, 2025, most employers will now be required to disclose pay ranges in their job postings and report demographic and pay data to the state. Who must comply with the pay transparency requirements?
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Aug 28, 2024 | 
mondaq.com | Adam J. Rocco |Michael C. Griffaton
On Tuesday, August 20, 2024, the U.S. District Court for the
Northern District of Texas struck down the Federal Trade
Commission's (FTC) non-compete ban, permanently and
nationally.
As we reported previously, in April 2024, the
FTC announced a new rule that generally barred most non-compete
agreements and required employers to provide notice to workers
impacted by the rule. The rule was set to go into effect on
September 4, 2024.
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Jul 8, 2024 | 
mondaq.com | Adam J. Rocco |Michael C. Griffaton
As we reported previously, the Federal Trade
Commission (FTC) announced a new rule that "[i]t is an unfair method of
competition—and therefore a violation of Section 5 of the FTC
Act—for employers to enter into non-compete clauses with
workers." As a result, the final rule generally bars most
non-compete agreements. The rule's effective date is September
4, 2024.
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Jul 4, 2024 | 
mondaq.com | Michael C. Griffaton
Vermont is the newest state to join the pay transparency wave. Effective July 1, 2025, employers will be required to include the
compensation or range of compensation in any advertisement of a
Vermont job opening. The pay transparency requirements apply to any
individual, organization, or governmental entity doing business in
Vermont that employs five or more employees.
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Jun 13, 2024 | 
mondaq.com | Michael C. Griffaton
The Minnesota legislature continues to expand protections for
job applicants. In 2023, Minnesota enacted legislation that prohibits employers from inquiring into an
applicants' pay history during the hiring process. Now,
most employers will be required to disclose salary ranges in their
job postings. The pay transparency law will take effect January 1,
2025.
The pay transparency requirements apply to any person or entity
that employs 30 or more employees at one or more sites in
Minnesota.
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Jun 10, 2024 | 
lexology.com | Michael C. Griffaton
The Minnesota legislature continues to expand protections for job applicants. In 2023, Minnesota enacted legislation that prohibits employers from inquiring into an applicants’ pay history during the hiring process. Now, most employers will be required to disclose salary ranges in their job postings. The pay transparency law will take effect January 1, 2025. Who must comply with the pay transparency requirements?
